There are hiring challenges in certain industries today, including cybersecurity and data science. Finding the person with the right skills can be difficult. Research from mthree shows that 90% of employers struggle to recruit entry-level tech talent. Imran Akhtar, Head of Academy at mthree, outlines how organisations can take a more sustainable approach to hiring.
Hiring today is tougher than ever. Businesses are grappling with major skills shortages, particularly in software engineering, AI, data science and cybersecurity, and finding the right talent with the right skills is the major challenge of the moment.
Our latest research found that 90% of employers struggle to recruit entry-level tech talent, and nearly two-thirds (61%) are grappling with major shortages in key technical skills. At the same time, many companies already have great people in their organisations – they just don’t have the skills they need right now.
Rather than chasing the ‘perfect hire’ in a limited talent pool, organisations should take a more sustainable approach. To achieve this, the answer lies in hiring for potential, reskilling existing employees and rethinking how talent is nurtured.
Hiring for potential
Many companies still search for the ‘perfect’ candidate – which on paper, typically means someone with years of experience, the right degree and an exact skills match. But in today’s fast-changing world, where new technologies that require different skills to use them are popping up all the time, that person doesn’t always exist – yet.
Instead of fixating on credentials, businesses should focus on aptitude, agility and problem-solving ability. With the right training and development, high-potential hires – motivated individuals who demonstrate the ability to acquire technical expertise – can quickly become the skilled professionals companies need.
This is especially important in tech. We found that 47% of businesses struggle to hire entry-level data scientists, and 41% face challenges recruiting cybersecurity professionals. Instead of holding out for ‘ready-made’ hires, businesses should invest in structured training and reskilling programmes to build the talent they need.
Moving beyond the CV: Hiring for skills, not just credentials
Traditional hiring processes often filter out great candidates based on CVs, degrees and years of experience. But a great hire isn’t just someone with the right qualifications – it’s someone with the right capabilities.
More companies are shifting to skills-based hiring, assessing candidates on practical abilities, problem-solving and adaptability rather than just job history. This approach is particularly important in tech, where self-taught programmers, career changers and bootcamp graduates often have stronger hands-on skills than those with conventional degrees.
Our research found that 31% of employers struggle to find candidates with essential soft skills, such as communication and problem-solving. A more effective hiring process balances technical and professional skills, ensuring new hires can integrate into teams and contribute quickly.
Building talent pipelines instead of chasing hires
Many organisations only think about hiring when a vacancy arises, leading to rushed recruitment and fierce competition for a small talent pool. A more effective strategy is to build job-ready talent pipelines in advance.
One solution is the Hire-Train-Deploy (HTD) model, where companies bring in high-potential candidates and train them in the specific skills they need before they start work onsite with clients. This means new hires deliver immediate value and can play a key role in high-performing teams from day one.
That being said, a hiring strategy that only looks outward is incomplete. Many businesses already have employees with the right attitude, analytical skills and industry knowledge – they just lack the technical expertise for certain roles.
Reskilling existing employees is also an effective strategy and will become increasingly critical as individuals’ careers span longer.
Many companies already have employees with the right mindset, transferable skills and commitment to the business – they just need targeted training to move into high-demand roles. This in turn could open up greater opportunities for internal mobility and career success for the employees themselves.
The impact of investing in internal talent development in this way is clear. Our research revealed that 72% of businesses saw improved employee retention as a direct result of upskilling and reskilling initiatives. When employees see clear career growth opportunities, they stay longer and contribute more.
Reskilling can unlock hidden talent, helping businesses fill critical skill gaps without relying on external recruitment. A customer support agent with strong attention to detail could transition into cybersecurity. A finance professional with a passion for coding could be trained as a software developer.
With nearly 40% of core job skills predicted to change by 2030, companies that fail to continuously upskill their workforce will struggle to keep up. Reskilling isn’t just about fixing skills shortages; it’s about future-proofing businesses and ensuring employees grow alongside industry demands.
Retention begins at hiring: Investing in career growth
Hiring great people is only the first step – keeping them engaged and motivated is just as important. High turnover is a growing challenge, especially in competitive fields like tech, where skilled professionals are in high demand.
Businesses that invest in continuous learning and career development see higher retention rates and stronger performance. Employees who see a clear path for growth – whether through structured training, mentorship or internal mobility – are far more likely to stay and thrive.
This is especially relevant for younger employees. Our report found that 62% of businesses saw increased engagement when they introduced reskilling and upskilling initiatives. When employees know they can develop new skills and progress within the company, they’re less likely to leave for external opportunities.
A smarter approach to hiring
The best hiring strategies are not just about filling vacancies; they’re about building a workforce that can grow, adapt and drive long-term success. Businesses that succeed in today’s job market will focus on:
• Hiring for potential, not just experience.
• Building talent pipelines instead of waiting for urgent hiring needs
• Reskilling and upskilling existing employees to fill skill gaps
• Moving beyond CVs to skills-based hiring
• Embedding learning and career growth into workplace culture
By taking a long-term view of talent development, businesses can reduce hiring challenges, improve retention and create a workforce that is ready for the future.
Rethinking talent: The path forward
The hiring landscape is changing, and businesses that stick to outdated recruitment models will struggle. Those that embrace reskilling, proactive talent development and skills-based hiring will be in the strongest position to attract, retain and grow top talent. Hiring isn’t just about finding the right people today – it’s about building the workforce that will drive business success tomorrow.
